http://www.tremeritus.com/2015/08/29/roy-jobs-how-pap-has-betrayed-singaporeans/
[h=2]Roy: Jobs – How PAP has betrayed Singaporeans[/h]
August 29th, 2015 |
Author: Contributions
(1) This Is Why Singaporeans Will Not Be Protected In Our Jobs By
The PAP Government
Do
you know that the reason why Singapore cannot introduce any laws or policies to
protect the employment of Singaporeans is because that in the CECA, there is a
clause which prohibits this? It is said in the CECA that both India and
Singapore In other words, labour
movement between countries should not “require labour market testing”. is “free and easy”.
But if you look back at the CECA between India and Singapore again, not only
does the CECA makes it easy for anyone to come into Singapore without adequate
“testing”, their “spouses or dependents” are allowed to do so as well. In the
CECA between India and Singapore, the countries are expected to allow “spouses
or dependents … the right to work as managers, executives or specialists (and) …
they shall not be barred by the Party (both countries) granting them the right
to work from taking up employment … on the ground that they as the accompanying
spouses or dependents or already employed” in the same job role
specialisations.
So, why does Singapore make it so damn easy for anyone to come into
Singapore, when the other countries would at least ensure that their laws would
protect the employability of their citizens, and ensure that even as they enter
into agreements with other countries, that other countries also respect their
laws? Why can’t Singapore do the same?
Read more here.
(2) Why Are Singaporean PMETs Losing Their Jobs?
Here’s Why.
Second,
do you also know that when companies would like to hire workers on Employment
Passes (E Pass), do not need to pay additional levies on these workers or adhere to any quota?
To qualify for the E Pass, foreign workers are required to “earn at least $3,000“. This means that workers on E Passes
would directly compete with Singaporean university graduates, whom starting pay is
$3,000.
Thus as there are no levies or quotas to hire workers on E Passes, there is
no restriction or disincentive for companies to hire foreign workers over
Singaporeans in positions which require a degree – and this would necessarily
put Singaporeans at a disadvantage. Has this contributed to the over-influx of
tertiary-educated workers and the resultant high unemployment?
Not only that, the Ministry of Manpower had also explicitly stated that, “Spouses of Employment Pass holders can work in Singapore.”
Read more here.
(3) What Do You Think Of The New Fair
Consideration Framework?
Also,
do you know that this new Fair Consideration Framework is, well, a “framework”.
It is not an “Act” or a “law”, which means that there are no legal penalties if
the employers go foul of this “framework”.
Will a “framework” thus be enough if employers would only be reprimanded?
That this is only a “framework”, there is nothing that is legally binding or
that would hold employers accountable for their actions. If employers flout the
“framework”, there is no legal teeth for the MOM to act on the employer. Also,
the MOM isn’t known for its ability to enforce its policies, and if so, how
effective would the “framework” be without strong enforcement?
Take note of this – there is no requirement that the employer would need to
first invite Singaporean candidates for interview. In Hong Kong, it is only when
employers are not able to find suitable local candidates which is that, “the firm can apply to bring in foreigners. The application will be
considered first by the Labour Advisory Board and then approved by the Labour
Department.”
Also, there are no guidelines set out as to how the firm would consider
whether the Singaporean worker is suitable or not for the job. In fact, the MOM
said that, “MOM does not review the merits of a firm’s hiring decision, as the
firm is best placed to decide on which candidate can do the job.”
Firms are not bound to consider their hiring decision according by any
guidelines. Firms won’t be taken to task if they don’t abide by the
“framework”.
You know what this means? This means nothing has changed. You know what the
Fair Consideration Framework is – it’s just the creation of a “jobs bank”.
That’s all there is. This whole framework is about spending money to create a
new job openings website. That’s all. At best, this is a PR exercise.
Read more here.
(4) The Truth About The Fair
Consideration Framework
Read
more here.
Roy
Ngerng
* Roy blogs at The Heart Truths.
[h=2]Roy: Jobs – How PAP has betrayed Singaporeans[/h]
August 29th, 2015 |
Author: Contributions
(1) This Is Why Singaporeans Will Not Be Protected In Our Jobs By
The PAP Government
you know that the reason why Singapore cannot introduce any laws or policies to
protect the employment of Singaporeans is because that in the CECA, there is a
clause which prohibits this? It is said in the CECA that both India and
Singapore In other words, labour
movement between countries should not “require labour market testing”. is “free and easy”.
But if you look back at the CECA between India and Singapore again, not only
does the CECA makes it easy for anyone to come into Singapore without adequate
“testing”, their “spouses or dependents” are allowed to do so as well. In the
CECA between India and Singapore, the countries are expected to allow “spouses
or dependents … the right to work as managers, executives or specialists (and) …
they shall not be barred by the Party (both countries) granting them the right
to work from taking up employment … on the ground that they as the accompanying
spouses or dependents or already employed” in the same job role
specialisations.
So, why does Singapore make it so damn easy for anyone to come into
Singapore, when the other countries would at least ensure that their laws would
protect the employability of their citizens, and ensure that even as they enter
into agreements with other countries, that other countries also respect their
laws? Why can’t Singapore do the same?
Read more here.
(2) Why Are Singaporean PMETs Losing Their Jobs?
Here’s Why.
do you also know that when companies would like to hire workers on Employment
Passes (E Pass), do not need to pay additional levies on these workers or adhere to any quota?
To qualify for the E Pass, foreign workers are required to “earn at least $3,000“. This means that workers on E Passes
would directly compete with Singaporean university graduates, whom starting pay is
$3,000.
Thus as there are no levies or quotas to hire workers on E Passes, there is
no restriction or disincentive for companies to hire foreign workers over
Singaporeans in positions which require a degree – and this would necessarily
put Singaporeans at a disadvantage. Has this contributed to the over-influx of
tertiary-educated workers and the resultant high unemployment?
Not only that, the Ministry of Manpower had also explicitly stated that, “Spouses of Employment Pass holders can work in Singapore.”
Read more here.
(3) What Do You Think Of The New Fair
Consideration Framework?
do you know that this new Fair Consideration Framework is, well, a “framework”.
It is not an “Act” or a “law”, which means that there are no legal penalties if
the employers go foul of this “framework”.
Will a “framework” thus be enough if employers would only be reprimanded?
That this is only a “framework”, there is nothing that is legally binding or
that would hold employers accountable for their actions. If employers flout the
“framework”, there is no legal teeth for the MOM to act on the employer. Also,
the MOM isn’t known for its ability to enforce its policies, and if so, how
effective would the “framework” be without strong enforcement?
Take note of this – there is no requirement that the employer would need to
first invite Singaporean candidates for interview. In Hong Kong, it is only when
employers are not able to find suitable local candidates which is that, “the firm can apply to bring in foreigners. The application will be
considered first by the Labour Advisory Board and then approved by the Labour
Department.”
Also, there are no guidelines set out as to how the firm would consider
whether the Singaporean worker is suitable or not for the job. In fact, the MOM
said that, “MOM does not review the merits of a firm’s hiring decision, as the
firm is best placed to decide on which candidate can do the job.”
Firms are not bound to consider their hiring decision according by any
guidelines. Firms won’t be taken to task if they don’t abide by the
“framework”.
You know what this means? This means nothing has changed. You know what the
Fair Consideration Framework is – it’s just the creation of a “jobs bank”.
That’s all there is. This whole framework is about spending money to create a
new job openings website. That’s all. At best, this is a PR exercise.
Read more here.
(4) The Truth About The Fair
Consideration Framework
Read more here.
Roy
Ngerng
* Roy blogs at The Heart Truths.
